# data[].attributes.body
Social Media for Scientific Institutions
http://reader.eblib.com.au.ezproxy.bond.edu.au/%28S%28u3focis5wa51fuqeinw0kims%29%29/Reader.aspx?p=1973973&o=297&u=J%2f3Zc0I%2bePKsnbh1YhqX7Q%3d%3d&t=1448961097&h=6EB0F1262243608A3F7244054727B4FAE8326FC0&s=22457658&ut=956&pg=1&r=img&c=-1&pat=n&cms=-1&sd=1

Online recruiting: The effects of organizational familiarity, website usability, and website attractiveness on viewers’ impressions of organizations
http://www.sciencedirect.com.ezproxy.bond.edu.au/science/article/pii/S0747563208001027

Praise for Social Media Recruitment
http://reader.eblib.com.au.ezproxy.bond.edu.au/%28S%28stsulawrk3cr3cgp0ddnlu0h%29%29/Reader.aspx?p=2039624&o=297&u=J%2f3Zc0I%2bePKsnbh1YhqX7Q%3d%3d&t=1448961712&h=5CE9AFA2D0D4F5F9C69F754C49DA67ED242D3D97&s=22457658&ut=956&pg=1&r=img&c=-1&pat=n&cms=-1&sd=1

# data[].attributes.body
https://www.onlinequizcreator.com/internet-recruitment/quiz-134820

# data[].attributes.body
Sourcing

·  It is better to source candidates through a range of different channels

·  Search candidates, post job ads, join groups and promote the organisation

·  Video is good way to attract candidates by building a profile and sharing the personality of the company
Selection
·  Video interviews – live interviews verses recorded interviews – where the candidates get blind responses to questions via webcam

·  Psychometric testing which tests behavioural, leadership and decision-making traits before hiring a candidate. However this is not a decision making tool, it should only be used as a pragmatic interpretation tool to be reported by a qualified psychologist

·  Reference background checking

·  Social media checking

·  Skills testing
Retention
·  Important part is keeping employees satisfied, engaged and productive

·  Ongoing engagement

·  Performance tracking

·  Recognition

·  Internal collaboration

# data[].attributes.body
1. Introduction
2. Latest trends in internet recruiting
3. Advantages and disadvantages of internet recruiting
4. Threats and competition within Internet recuitiment

# data[].attributes.body
By using Internet the whole process of recruitment has become increasingly more effective. Time and money is important factors for any organisation and by being able to use the points mentioned above the whole process has advanced a lot.

# data[].attributes.body
·High volume of responsesBecause anybody in the world with Internet access could potentially see your job posting, you may be inundated with responses, many of them from unqualified candidates.

·Logistical problems

If the best-qualified candidates for your opening live halfway around the world you'll have to consider conducting screening interviews by telephone or email, which limits the expense of an in-person meeting. If the process moves forward, it poses the dilemma of whether it is really worth bringing the person in for an interview. If it turns out the candidate wasn't serious about relocating, you've wasted valuable time and possibly money.

·Technology issues

Some candidates may not want to take the time or may not be confident enough with the security of an online application. There's always the possibility that your application system may operate slowly or lose information during the submission process.

·Poor website – poor response

Candidates who see your job posting will be relying on you website to gain additional information about your company, its mission and method of operation. If your website is poorly designed or out of date, the candidate may not even bother to respond.

·Too impersonal

Because much of the online recruiting process may involve emails and possibly telephone interviews, it can be viewed as somewhat impersonal. Without the opportunity for the employer to hold multiple in-person interviews, it can be difficult to determine if the candidate will be a good fit for the company and its culture.

# data[].attributes.body
89% of all recruiters report having hired someone through LinkedIn. Facebook and Twitter trailed by a wide margin, reaching only 26% and 15% respectively.

# data[].attributes.body
94% of recruiters use, or plan to use social media for recruiting. This number has increased steadily for the last 6 years. (Source: Jobvite)

# data[].attributes.body
Know your audience!

94% of recruiters are active on LinkedIn, but only 36% of candidates are. Job seekers, by a wide margin, prefer Facebook; with 83% reporting they are active there, compared to just 65% of recruiters. (Source: Jobvite)

This doesn't mean you should be using Facebook as the number one place to recruit online. However, this means employers should figure out where their candidates spend most of their time and tailor their social recruitment strategy to match these findings.

# data[].attributes.body
73% of 18-34 year olds found their last job through a social network. (Source: Aberdeen Group)
- By 2020, Gen Y will make up 50% of the workforce. This means that almost 50% of the workforce will be using social media as a tool to find a job. Therefore, it is important for employers to use social media as a platform not only to brand themselves, but to also reach potential recruits.

# data[].attributes.body
Impersonal: Just like it is difficult for the employer to gauge an applicant's character, it is also difficult for the candidate to determine if the culture of the firm is something they are interested in. There is also very little human interaction throughout the online recruitment process, which some candidates would like more of.

Privacy: There are still many people who do not trust being online. This could be a disadvantage to them, as they could miss out on a great job opportunity. For some, not wanting to disclose personal information online can become an issue, as firms could potentially miss out on the best candidate for their job listing.

# data[].attributes.body
Abundance of applicants: As the internet can be accessed anywhere in the world, employers are often swamped with applications from people who are not always interested and/or are not qualified for the job. This means extra time is used up sorting through applications, which is an unnecessary cost to the firm.

Inflated resume keywords: As mentioned earlier, recruiting online means using tracking systems to sort through resumes, which are designed to filter out relevant key words to choose the best candidates. While it is useful to have these systems in place, it is likely that a majority of resumes exaggerate the use of these keywords, enabling the system to pick and choose candidates who often don't meet the requirements. This is also a waste of time for both the applicant and the employer.

Overestimate the applicants: It becomes increasingly difficult to get to know a candidate through just their online profile (e.g. LinkedIn). The candidate could have all the necessary requirements and experience for the job, however, unless the employer is able to meet them in person, it becomes difficult to see if they would suit the company culture, for example.

Outdated job postings: With technology, incidents happen where old postings are not always removed for positions that are now filled. This can be unfortunate for the candidate, who took the time to apply, only to find out the position was already filled. Therefore, it is important to ensure that all postings are managed by the firm to avoid this problem.

# data[].attributes.body
http://www.wisegeek.com/what-is-internet-recruiting.htm

http://recruitloop.com/blog/15-online-tools-making-recruitment-faster-and-cheaper-for-any-business/

http://www.forbes.com/sites/kensundheim/2013/04/02/the-internets-profound-impact-on-the-recruiting-industry/2/

https://www.recruiter.com/online-recruitment.html

http://www.hrzone.com/hr-glossary/what-is-e-recruitment

https://job-searching.knoji.com/the-problems-with-online-recruitment/

https://www.jobcast.net/7-social-recruitment-stats-how-to-apply-them/

http://www.alumniportal-deutschland.org/en/jobs-career/article/online-recruiting.html

http://smallbusiness.chron.com/advantages-disadvantages-using-internet-employee-recruitment-19049.html

http://recruitloop.com/blog/15-online-tools-making-recruitment-faster-and-cheaper-for-any-business/

# data[].attributes.body
As technology is the future, it is crucial for managers to effectively use social media, and e-recruitment, in general. This means being knowledgable about the different software programs and various other platforms that can be used. As long as managers are familiar with their target audience and know exactly how to target them using the best tools, then they can expect to have the best recruitment outcome.

# data[].attributes.body
As 94% of employers use social media to recruit potential candidates, there are very little competition out there for online recruiting in general. However, when it comes to social media, competitors include job boards, recruitment agencies and related software, and apps.

# data[].attributes.body
·  Cutting Human Resource Expenses

HR directors and managers can save the department and the overall business recruiting expenses by using the Internet.

·  Easy to asses applicants personality and quality through the available social networking websites

By using websites as Facebook, Twitter and LinkdIn you can easily access candidates "online personality" and without meeting face-to-face you can window their personal and professional lifestyle.

·  Using keyword and scanning when going through applicants resumes makes it easier to target specific skills

HR personnel can easily scan through several digital applications and resumes, using only keywords that relate to a job opening. The applicants that best match the keywords have increased chances of being called in for an interview.

·  Increasing the talent pool by being able to advertise everywhere in the world

HR professionals can effortlessly increase the talent pool through advertising job openings virtually everywhere in the world. This is helpful when there isn't enough local talent to meet business needs.

# data[].attributes.body
Social Media is increasingly becoming popular where approximately 94% of employers are using to find new candidates. Social Media has become a powerful tool for recruiters and even more powerful resource for candidates. To effectively use social media and to achieve a successful result, it is important that the employer or the candidate know how to use it correctly. In doing this, both parties will be able to achieve two key benefits (below).

2 key benefits of social media recruitment:
* Social media evaluates cultural fit

Allows a company to conduct background research and determine of the applicant will be suitable for the company and adjust to the corporate culture.

* Social media is used to promote the business, mission and goals

In using social media actively, the recruiting comapny are able to attract like minded candiates as well as influence their decison and where to work.

http://blog.capterra.com/top-15-recruiting-statistics-2014/

https://business.linkedin.com/talent-solutions/blog/2014/11/the-global-trends-that-will-shape-recruiting-in-2015?u=0

# data[].attributes.headline
Recruitment and its Development throughout time

# data[].attributes.subject
Recruitment and its Development throughout time

# data[].attributes.body
http://www.tubechop.com/watch/7411564

History - from 1980 to present time

Current trend: Social Media

Why it is important: to connect globally

# data[].attributes.body
Definition: "Using electronic resources, typically internet but also HR software, to guide or assist the hiring process in order to reduce the administrative and financial burden of recruitment and gain access to a wider pool of talent."

Aim of internet recruitment is not to replace traditional recruitment, but to use it in a different way.

This can be done through an external recruitment agency or internally by the firm.